General duty of care in Western Australian mines

Transcription

1 GUIDELINE General duty of care in Western Australian mines Second edition

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3 GUIDELINE General duty of care in Western Australian mines Second edition

4 Disclaimer The information contained in this publication is provided in good faith and believed to be reliable and accurate at the time of publication. However, the information is provided on the basis that the reader will be solely responsible for assessing the information and its veracity and usefulness. The State shall in no way be liable, in negligence or howsoever, for any loss sustained or incurred by anyone relying on the information, even if such information is or turns out to be wrong, incomplete, out-of-date or misleading. In this disclaimer: State means the State of Western Australia and includes every Minister, agent, agency, department, statutory body corporate and instrumentality thereof and each employee or agent of any of them. Information includes information, data, representations, advice, statements and opinions, expressly or implied set out in this publication. Loss includes loss, damage, liability, cost, expense, illness and injury (including death). Reference The recommended reference for this publication is: Department of Mines and Petroleum, 2011, General duty of care in Western Australian mines guideline (2nd edition): Resources Safety, Department of Mines and Petroleum, Western Australia, 43 pp. ISBN Department of Mines and Petroleum Except where the Copyright Act otherwise allows, reproduction in whole or part of this publication will be permitted only with the prior written permission of the Department of Mines and Petroleum. Applications for permission should be addressed to the Communications Manager, Resources Safety. This publication is available on request in other formats for people with special needs. This publication is also available in digital format (PDF) online at Further details of publications produced by Resources Safety can be obtained by contacting: Resources Safety Publications Department of Mines and Petroleum 100 Plain Street EAST PERTH WA 6004 Telephone (general queries) (publication orders) NRS Facsimile (general queries) (publication orders) ii

5 Contents Foreword... iv 1 Introduction General duty of care Duty of care as an employer Duty of care as an employee Duty of care as a self-employed person Other duties as an employer or self-employed person Mining workplace arrangements that are treated as employment Duties of corporations as employers for mining workplace arrangements that are treated as employment Duties of employers for employer-provided accomodation Duties of designers, manufacturers, importers and suppliers Further information Appendix 1 Legislative provisions Appendix 2 Definitions Appendix 3 Risk management iii

6 Guidelines A guideline is an explanatory document that provides more information on the requirements of legislation, details good practice, and may explain means of compliance with standards prescribed in the legislation. The government, unions or employer groups may issue guidance material. Compliance with guidelines is not mandatory but they could have legal standing if it were demonstrated that the guideline is the industry norm. Who should use this guideline? This guideline should be used by anyone engaged in mining operations in Western Australia. All parties have responsibilities for health and safety at work. This includes employers, employees and other workers, selfemployed persons and others such as people who design and construct buildings or manufacture and supply plant or substances. Foreword This guideline is issued by Resources Safety under the Mines Safety and Inspection Act 1994, and has been endorsed by the Mining Industry Advisory Committee. The Act The Mines Safety and Inspection Act 1994 (the Act) sets objectives to promote and improve occupational safety and health standards within the minerals industry. The Act sets out broad duties, and is supported by regulations, together with codes of practice and guidelines. Regulations The Mines Safety and Inspection Regulations 1995 (the regulations) provide more specific requirements for a range of activities. Like the Act, regulations are enforceable and breaches may result in prosecution, fines, or directions to cease operations and undertake remedial action. Application The provisions of this guideline apply to all mines as defined in section 4(1) of the Act. iv

7 1 Introduction The purpose of this guideline is to provide guidance on the general duty of care provisions of the Mines Safety and Inspection Act The Act sets objectives to promote and improve occupational safety and health for people who work in mining operations in Western Australia. It imposes a general duty of care to maintain safe and healthy workplaces at mines, protect people at work from hazards and describes the conduct required of people responsible for safety and health. The guideline provides information on the general duty of care obligations of: employers; employees; contractors and their employees; labour hire agents and workers; and people involved in the design, supply, installation and maintenance of plant. This guideline complements the Commission for Occupational Safety and Health s Guidance Note General Duty of Care in Western Australian Workplaces 2005 by providing information specifically related to the mining industry. The information presented is based on the provisions of the Mines Safety and Inspection Act This guideline should be used and read in conjunction with the Act, the Mines Safety and Inspection Regulations 1995 and other guidance material issued by Resources Safety such as codes of practice, guidelines, safety bulletins and significant incident reports (see Chapter 11). The specific legislative requirements of general duty of care in Western Australian mines are listed in Appendix 1. Appendix 2 defines the workplaces considered to be mines under the Act, and other terms used in this guideline. 1

8 2 General duty of care 2.1 Legislative background The aim of the legislation is to: ensure each employer provides and maintains a safe workplace, so far as is practicable; and make each person who works at a mining operation in Western Australia responsible for his or her own safety, and for the safety of others who would be affected by his or her actions or inaction. The Act outlines the obligations of each group, and provides penalties for any breach of those obligations. The focus is on the prevention of unsafe situations. There does not need to be an injury before enforcement action can be taken to have an unsafe situation fixed. The Act provides a framework where the general duty of care is supported by consultation, cooperation, workplace standards and procedures to resolve issues. The general duty of care is the guiding principle for all other parts of the Act. The Act is supported by regulations that describe some of the requirements that apply to specific work situations. While the regulations must be complied with, the overriding responsibility is to comply with the general duties in the Act. 2.2 Extent of the duty The principle of having a duty of care applies to employers at all levels, including corporations, and all workers, including those who are self-employed, supervisors and managers. It is aimed at preventing anyone being killed, injured or contracting an illness because of work activities in the mining industry. 2

9 2.3 Level of care required A person must take the amount of care a reasonable person would take. What is reasonable will vary according to the situation, but the following principles can be applied to determine whether a particular action is reasonable: the standard of care will rise with the seriousness of the injury or harm that could result; the greater the likelihood of injury, the greater the care that should be taken to avoid it; and the easier it is to avoid the injury, the more reasonable it is to expect that appropriate measures will be taken to ensure it does not happen. 2.4 Gross negligence The term gross negligence is defined in the Act to apply to certain breaches of the general duty of care. Gross negligence occurs if the offender knew his or her contravention of the Act was likely to cause death or serious harm to a person to whom a duty of care was owed, but the offender still acted or failed to act, in disregard of that likelihood, resulting in serious harm to the person. 2.5 Practicable The term practicable as defined in the Act means reasonably practicable having regard to: the severity of any potential injury or harm to health; the degree of risk; the state of knowledge about the injury or harm the risk of that injury or harm occurring the means of removing or mitigating the hazard; and the availabiliy, suitability and cost of the means to remove or control the hazard. 3

10 3 Duty of care as an employer 3.1 An employer An employer is anyone who employs a person at a mine. This may be under an employment contract, an apprenticeship or a traineeship scheme. The principal employer that is, the person or company with overall control of the operations at the mine must comply with all the employer s duties relating to safety and health imposed by the Act. This is so whether the principal employer is based in Western Australia or elsewhere, and whether or not they have appointed a manager for the mine. The duty of an employer who is not the principal employer only extends to matters that he or she controls, or would control if not for an agreement with the principal employer removing control. 3.2 General duty of care Employers are required to provide and maintain a working environment where, so far as is practicable, employees are not exposed to hazards. Working environment is not defined by the Act, but a workplace for a mine is defined to include anywhere that employees or self-employed persons are likely to be in the course of their work. It includes vehicles, buildings and other structures, but does not include catering, residential or recreational facilities unless a person is employed to service and maintain those facilities. A hazard is anything that can cause injury or harm the health of a person. 3.3 Specific duties Employers also have specific duties relating to the general duty to ensure that employees are not exposed to hazards at work. Information on managing occupational safety and health using a risk management approach can be found in Australian Standard AS/NZS ISO31000:2009 Risk management principles and guidelines and the National Mineral Industry Safety and Health Assessment Guideline, last updated in June 2007 and available from the Resources Safety website. 4

11 Appendix 3 lists some of the issues associated with hazard identification, risk assessment and risk control. Note: Risk management should be an integral part of the management process at the mining operation, and not something that is only applied to occupational safety and health. Safe workplace, plant and system of work Employers must provide and maintain safe workplaces, plant and systems of work at mine sites. The emphasis is on the coordination of all work activity so that one part does not endanger a person who is working on another part of the work or at another job. The system of work should take into account factors such as: layout of the workplace; storage and handling of all materials and substances; and location of all people on the site. The matters below should be considered as part of an integrated and safe system of work. All aspects of the work must be effectively planned, from the physical process to the individual tasks carried out by employees. Both direct and indirect impacts on safety and health of each task or process should be considered at the planning level. This would include issues such as fatigue and psychological stress. Equipment and appliances should be appropriate for the job. Equipment may be hazardous if it is too small, not strong enough for the task, or awkward to handle. Everyone associated with the task needs to know about the equipment to be used, as well as the task itself. Employees must have appropriate information, instructions, training and supervision. Employers should ensure procedures are in place to identify and prevent hazards, as well as to deal with any unforeseen hazards that may occur. Warning devices, emergency stop buttons and evacuation plans are some of the measures that can be taken. 5

12 Consultation and cooperation One of the objectives of the Act is to foster cooperation and consultation between employers and employees. These are essential to providing and maintaining a safe and healthy workplace. Employer and employee involvement in identifying hazards and assessing and controlling risks contributes to employees commitment and sense of ownership of the process and any change that results. Employers must consult and cooperate on occupational safety and health matters with: safety and health representatives, where they exist at a mine; and other employees. To enable effective consultation, policies and procedures should be developed for: hazard identification, mitigation and prevention; and consultative mechanisms. Information, instructions, training and supervision Employers are required to provide sufficient information, instructions, training and supervision to employees to enable them to perform their work safely. The Act aims to ensure that all people working at a mine are fully equipped to carry out the work required of them in a manner which will not expose them to hazards. The information, instructions and training should be communicated in a way that employees can understand. Excluding those employees in positions of responsibility or working underground, for which English language competency is a legislated prerequisite, employers may need to take account of the background of particular employees, including situations where an employee does not understand much English, or cannot read. Checks should be made to ensure that all information, instructions and training are understood. 6

13 Information Basic information that does not change frequently is probably best communicated in writing, such as through signs, posters, brochures or other forms of written material. Written information may cover subjects such as warnings about potential hazards, information about safe work practices or information about the safe operation of plant. However, information does not have to be written, and electronic and other presentation media may be more appropriate. Particular attention should be paid to information that changes with time, such as the mine plan, or relates to rapidly changing operational matters, such as ground conditions. A system needs to be maintained that distinguishes the latest update from superseded information. A briefing or handover at the beginning of each shift is a useful way of transferring safety information from person to person, and crew to crew. The Act also requires an employer to provide information to safety and health representatives about: possible hazards at the mine; hazards associated with plant or substances; and information about employee safety and health. The manager and employer must consult with safety and health representatives where planned changes in the work environment may reasonably be expected to affect the safety or health of employees. The employer should ensure that procedures are in place for safety and health representative to pass on relevant safety and health information to other employees. Instructions Instructions on procedures for safe working practices or safe plant operation are a subset of the information employers must provide to employees. Instructions may also relate to a particular task and, in that case, should clearly communicate what the employee must or must not do. 7

14 Training The general duty requires training to be provided by an employer, but does not prescribe a particular form of training. Training should be relevant to the safety and health of employees at the mine, and should take account of the specific tasks of each employee. There is also a regulatory requirement that, before commencing work at a mining operation, employees: be given adequate instruction and training; and assessed as competent. External training courses have been established to provide a service to some industries and some of these courses have been accredited through national and state bodies. Both accredited and non-accredited training courses may be used. Employers may also provide in-house training using their own employees as trainers, or using specialist trainers. In house training may provide an opportunity for management and appropriate employees to share the delivery. Induction training for new employees is an example of safety and health training that is commonly set up as in-house training. Supervision Employers must provide adequate supervision to ensure that employees can work without being exposed to hazards. Adequate supervision means that: supervisors have relevant skills, knowledge and authority to carry out their role; and monitoring is sufficient to ensure: safe work practices are followed; and personal protective equipment is used and kept in reasonable condition. Any unsafe behaviour that is discovered by a supervisor must be rectified immediately. Employees who work alone or in isolated areas, such as employees in underground workplaces, or exploration geologists and surveyors, may require specialised communication systems to allow adequate supervision. 8

15 Provision of personal protective clothing and equipment In some work situations it may not be possible to avoid certain hazards. Employers must protect employees by providing adequate personal protective clothing and equipment. Personal protective equipment should not be viewed as the only method of protection against hazards. Engineering control measures and limiting exposure to hazards should be considered and implemented where possible prior to considering protective clothing and equipment. The employer must provide, and replace where necessary, all personal protective clothing and equipment, free of charge to the employee. Protective clothing and equipment includes safety goggles, steeltoed boots and safety helmets where appropriate. Protection may also include items such as long-sleeved shirts, long trousers, hats and sunglasses to protect against damage from the sun. The employer must ensure that employees: are properly instructed on how to use personal protective clothing or equipment; wear personal protective clothing or use protective equipment where necessary or where directed to do so; and use personal protective clothing or equipment correctly. Protective clothing should take into account the needs of particular employees. For example, if a worker needs to work using a respirator, the respirator must fit properly over the nose and mouth so that a good seal is made, ensuring all contaminants are drawn through the filters. Employers should provide different types of respirators to ensure that the individual needs of employees are met and the necessary protection against contaminants that may be present is provided. Employers must also ensure that the protective clothing and equipment supplied: conforms to any applicable Australian Standard; is properly maintained and discarded on its use-by date; and is replaced if it becomes defective. 9

16 Safe plant and substances The employer must ensure that the use, handling, storage, cleaning, maintenance, transportation and disposal of plant and substances at the mine are carried out in ways that ensure employees are not exposed to hazards. Work processes should be planned carefully and thoroughly, and procedures put in place so that no-one is exposed to hazards. Plant Plant has a broad meaning under the Act. It ranges from heavy machinery such as cranes, forklifts, trucks, railway carriages and vehicles, through to equipment such as gas bottles, electrical tools, robotic arms and hand-held tools. Employers must ensure that a system is in place to identify hazards associated with plant and assess the risks of an employee being exposed to those hazards. All practical measures must be taken to reduce the risks and ensure a safe working environment in relation to plant. To ensure a safe working environment in relation to plant the employer must ensure that: all relevant safety and health information is provided to contractors engaged to design plant; installation, testing and maintenance of plant is carried out competently, taking into account any hazards associated with particular plant, or the interaction of that plant with other elements of the work environment; plant is only used for its intended purpose; measures are in place to prevent unauthorised interference with plant; plant is stopped where practicable for maintenance or cleaning, or, if not practicable, operational controls that permit controlled movement of plant are in place; all repairs are carried out by a competent person in compliance with original design; plant is reassessed for hazards after alterations; dismantling, storing and disposal of plant is carried out by a competent person who has been provided with all the relevant information about the plant; and 10

17 records of tests, maintenance inspections, commissioning or alteration of plant are kept and maintained during the operational life of the plant. Hazardous substances A hazardous substance is one that may harm a person exposed to it. Special provisions regarding hazardous substances are contained in the regulations as follows: a register must be kept and maintained of all hazardous substances used or produced at a mine; a risk assessment of the consequences of exposure to hazardous substances must be made for each substance, and procedures put in place to reduce the risk of employees being exposed to that substance; hazardous substances should be kept in appropriate containers and the containers should be clearly labelled; and a safe method of disposing of containers that held hazardous substances must be devised. Material safety data sheets (MSDS) must be available for each hazardous substance used or produced at a mine, and these must be readily accessible to all employees potentially at risk from the substance. Reporting and monitoring The Act sets out a number of specific duties relating to the reporting and monitoring of the safety and health of employees. There are specific reporting requirements for: accidents involving injuries to people; certain types of occurrences or incidents, including those potentially serious incidents that, in the manager s opinion, could have caused serious injury or harm to health (i.e. near misses); and incidents involving registered plant. The Act also requires employers to establish and maintain a system for the surveillance of the occupational health of their employees. As well as monitoring and reporting requirements relating to noise, fibres, dusts and silica (respirable quartz), additional surveillance is required when workers are exposed to other occupational health hazards. 11

18 Keeping mine entry and exit safe The principal employer and mine manager those people who have the management or control of the mine must ensure that, as far as is practicable, people who are using the mine or who are using the means of access to and egress from the mine are not exposed to hazards. This duty is to everyone entering or leaving the mine or parts of the mine, whether or not they are employees. Employees and contractors should notify the principal employer or mine manager if they become aware of a hazard affecting access to or from the mine or parts of the mine. This means action must be taken quickly to make access safe if there is a blockage at or near a mine portal, in a decline or near an escape shaft, such as that caused by disabled plant, rock fall or unstable ground. Similarly, access roads to opencut mines must be kept clear and safe. Safe entry and exit from a mine is always important, and particularly so if emergency evacuation is required. 12

19 4 Duty of care as an employee 4.1 An employee The employee s duty to take reasonable care extends to everyone who works at a mine, be it under a contract of employment, an apprenticeship or a traineeship scheme. This means the duty applies to all employees, from production worker to senior executive. 4.2 General duty of care All employees have a general duty of care to ensure their own safety and health at work. They also have a general duty of care towards others, to ensure their actions or inaction do not put others safety or health at risk. This duty of care applies to anyone who can reasonably be foreseen as likely to be injured, harmed or killed by an act or omission. Employees must not only work with their own safety in mind, but also ensure that their actions do not affect the safety of others. The employee s duty to avoid causing harm to others may place greater responsibilities on managers and supervisors. For managers and supervisors, the range of people who may be affected by their decisions on safety and health matters could be quite extensive. 4.3 Specific duties Employees also have specific duties. They must: reasonably comply with the employer s instructions about safety and health at the mine; use personal protective clothing and equipment that has been provided by the employer as instructed by the employer; take good care of equipment provided in the interests of safety or health. In particular, employees must not misuse or damage the equipment. It would be an offence, for example, to remove guards from machinery without proper authorisation. This applies where the employers have provided the necessary information, instruction and training in safety and health matters, and the employee s actions to misuse or damage are deliberate; 13

20 at the end of an underground shift, report on the state of the workplace where they have been working to their immediate superior and person relieving them, where practicable; and cooperate with employers and managers on safety and health matters. Employee participation is important in creating and maintaining a safe and healthy workplace. Employees have first hand knowledge of the risks associated with their work, and should be able to assist with identifying hazards and assessing and controlling risks. 4.4 Reporting Serious occurrence or hazard Anyone working at a mine must immediately report to their supervisor: any potentially serious occurrence that arises in connection with their work; and any situation in the mine that they believe could be a hazard to any person. This includes reporting potential hazards and near misses as well as actual occurrences. The supervisor must immediately advise the manager, or delegate of the manager, of this report. If the person does not have a supervisor, then he or she must report directly to the mine manager. Injury Every person working at a mine is required to report immediately to the mine manager any injury or harm suffered by any other person at the mine, unless he or she knows that someone has already reported the injury. Workers have a responsibility to look after their workmates, and to make sure that any injuries are reported so that something can be done to ensure they don t happen again. 14

21 Manager s duty after receiving report Within a reasonable time of receiving a report, the manager must: investigate the situation that was reported; decide whether any action needs to be taken; and notify the person who made the report of their decision. 5 Duty of care as a selfemployed person A self-employed person is anyone who is paid for work at a mine but is not under a contract of employment or is not an apprentice or trainee, whether or not that person is an employer. A self-employed person working at a mine must take care to ensure his or her own safety and health at work. 15

22 6 Other duties as an employer or self-employed person 6.1 Specific duties The duty of care of both employers and self-employed persons extends to non-employees such as visitors to the mine. The employer or self-employed person must ensure, so far as is practicable, that no-one will be adversely affected by any of the work done at the mine, or hazards that may arise from it. This would be relevant, for example, where hazardous substances used at work have the potential to harm the members of an employee s family. Safety and health policies and procedures should ensure that employees are not transporting substances such as contaminated dust or fibres to their home on their work clothes, in vehicles or some other means. 6.2 Notification of hazard Employers and self-employed persons working at a mine are required to report any situation that they believe to be hazardous to the principal employer or manager if: the principal employer or manager has a duty to remedy the hazard; and the principal employer or manager has not been notified of the hazard. Notice should be given as soon as practicable after the employer or self-employed person becomes aware of the hazard. 16

23 7 Mining workplace arrangements that are treated as employment 7.1 Contractors Where a principal engages a contractor to carry out work, the principal has the duty of care responsibilities of an employer towards the contractor, any employees of the contractor, or others engaged by the contractor. This applies as if the contractor and the employees were employees of the principal. However, the principal s duty applies only in relation to matters over which the principal is able to exercise control. In other words, the main employer is responsible for the safety and health of everyone at the mine site over whom they have a level of control. Contractors having their own employees will retain the duties of an employer towards their own employees. It is important to note that both the contractor and the principal have duties of care to the contractor s employees. Contractors have both the duties of an employer in relation to their own employees, and the duties of an employee because they are working for the principal. These obligations cannot be avoided by a contract between the principal and the contractor that purports to either: give control to a contractor or the contractor s employee for any matter that: comes within the principal s duties under the Act; or for which the principal can exercise control; or waive any of the contractor s rights under the Act. 17

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